Academic literature on the topic 'Male-dominated organization'

Purpose – The purpose of this paper is to examine the relationship between gender discrimination and the perceived job demands and job resources of women and men. This is important because it may provide insight into what factors contribute to women’s disadvantaged position at work. Design/methodology/approach – Two cross-sectional studies were conducted, Study 1 in a male-dominated organization and Study 2 in a gender-balanced organization. Findings – The results showed that in both organizations, gender discrimination was positively associated with women’s job demands and negatively associated with their job resources. Additionally, in the male-dominated organization the perceived gender discrimination was also negatively associated with men’s job resources. Overall, the results were more consistent across the two organizations for women’s job resources. Originality/value – This paper links gender literature with the job demands-resources model to translate gender discrimination into quantifiable job characteristics and may provide alternative explanations for previous found gender differences in well-being and career success.

Purpose The purpose of this paper is threefold: to examine differences in the level of work-life conflict (WLC) experienced by married female workers and childless single female workers, to investigate the difference in the level of commitment to the organization between married female workers and childless single female workers, and to explore the relationship between WLC and organizational commitment and the moderating role of mentoring support in the relationship between WLC and the female workers’ organizational commitment in a highly male-dominated culture. Design/methodology/approach Four hypotheses developed based on a review of the literature were tested using t-tests, a linear regression analysis, and hierarchical moderated regressions. Findings First, no significant differences were found in the level of WLC and the organizational commitment of married and childless single female workers. Second, WLC was negatively related to organizational commitment. Finally, the results showed that mentoring support mitigated the negative effect of WLC on organizational commitment. Originality/value The significance of this study includes its investigation of the perceptual differences in WLC and organizational commitment between married and childless single female workers in a highly male-dominated culture. In addition, this study helps readers better understand childless single female workers’ WLC in a highly male-dominant culture.

Despite increasing female participation in English football (aka soccer), the sport remains rooted in the values and discursive practices of orthodox masculinity. This is exemplified by the English Football Association (FA), which has been criticized for its ineffective responses to addressing the inclusion and progression of women as players and workers within the organization. Female membership in male-dominated organizations is not readily achieved, given the dominance of masculinist discourses and the risks of overtly challenging these. In this study, we explored the discursive management of gendered and/or footballing identities from interviews with participants in an English regional FA’s women-only football coach education program. All of the participants described the peripheral positioning of women in English football. Analysis identified evidence of both collaboration with and resistance to the dominant masculinist discourses in the accounts of their experiences in football, while also reproducing the most valued footballing identities and knowledge as male. We connect this to the complexities of negotiating and managing gendered identities for women in male-dominated organizations. All of the participants described the value and benefits of women-only coach education and the majority noted they would prefer women-only coach education in future.

Abstract This article examines the formation and discourse of the Epworth League, established by the Methodist Church as a lay organization intended to keep adolescent boys in the church. While the Epworth League was ostensibly open to both men and women, its real aim was to masculinize a church which was perceived to be dominated by a female membership and female-led organizations. This article explores when and how this construction of youthful piety became embedded within Methodism and the impact it had on the shape of church governance. Moreover, it argues that social Christianity, which gained a foothold through the mechanism of the League was an essentially male-gendered discourse.

Purpose The purpose of this paper is to explain progress, or the lack of it, in achieving workplace gender equality goals prescribed by affirmative action regulation by using concepts from soft regulation and organizational learning. Design/methodology/approach The research design is a longitudinal study (2002-2012) of a critical case, that of a single large organization in the male-dominated steel manufacturing, distribution and mining industries. The case focusses on the evidence about organizational learning to be found in that organization’s reports to government on its activities to promote workplace gender equality. Findings While other factors play a role, the apparent failure of the soft regulation to generate a significant shift in gender equality outcomes may also be attributed to ineffective organizational learning, demonstrated by the absence of systematic reflection within the organization on how to improve workplace gender equality, and the lack of firm targets and external benchmarking. Research limitations/implications Self-reported data may be overstated or incomplete. More research is needed to confirm the nature of the specific learning processes occurring within organizations. Practical implications Absent the advent of hard sanctions in workplace gender equality regulation, the responsible government agencies may find it valuable to focus on ways to encourage target organizations to develop competence in organizational learning. Social implications More effective gender equality regulation may change organizational policy and practice and improve work opportunities for women. Originality/value Rather than concluding that the only alternative, when soft regulation is unsuccessful, is hard regulation, this paper shifts the focus to ways that soft regulatory processes might be improved to strengthen their effect.

Fantasy Sports Collection, Inc. (FSC) is a fantasy sport organization offering fantasy play since 2005. Having plateaued in consumer growth, FSC is faced with difficult financial decisions. In a brainstorming session regarding new initiatives, Molly Brinkmeyer suggested an idea to purposefully market to and recruit more women to preestablished offerings. Molly’s reasons driving this idea were the fact that only 14% of their consumers were women and, after an evaluation of FSC’s marketing campaigns, employees of FSC quickly saw that advertisements were overtly produced for men. FSC’s management team felt that this was an idea worth pursuing. They charged Molly with acquiring information about women’s fantasy sport participation and gave her a 3-week window to learn more and report back. She found that women’s top perceptions of the activity were that: (a) the activity was time consuming; (b) the activity required research, surveillance, and information; (c) they had no interest or understanding of it; (d) they felt the activity was too competitive; (e) they thought it wasn’t real; and (f) they still had a positive opinion of fantasy sport. With this new information, marketing decisions could now be made to address existing concerns by women regarding fantasy sport participation.

This article studies the conceptions of social justice of women active in transnational migrant politics over a period of roughly 20 years in the Netherlands. The novel focus on migrant women reveals that transnational politics is almost completely male-dominated and -directed. Two of the exceptions found in this article include a leftist and a Kurdish women organization supporting the communist cause in the 1980s and the Kurdish struggle in the 1990s in Turkey, respectively. In both organizations gender equality was subordinated to broader ideologies of political parties in their homeland. Leftist activists in the cold war era supported a narrow definition of the "politics of redistribution," while and Kurdish activists, combined classical features of the latter with those of traditional identity politics.

This article offers an account of organizational change to explain why women leaders are underrepresented compared to women athletes in many sports organizations. I distinguish between accommodation and transformation as forms of change: the former includes women without challenging binary constructions of gender, the latter transforms an organization’s gendered logic. Through a case study of the International Olympic Committee from 1967-1995, I trace how the organization came to define gender equity primarily in terms of accommodating women’s segregated athletic participation. Key to this was the construction of women’s bodies as athletically able but inferior to men, an arrangement formalized in codified rules and procedures and legitimized by external stakeholders. Defined in these terms, gender equity did little to transform the organization’s binary and hierarchically gendered logic, which continued to shape the informal norms and procedures associated with the organization’s allegedly gender-neutral and meritocratic yet male-dominated leadership. I argue that the exclusion of women from ostensibly gender-integrated leadership positions allows organizations to avoid revealing gender similarity between men and women. This maintains a logic underpinned by notions of binary gender difference and masculine superiority.

Purpose Using psychological contract theory as its foundation, the purpose of this paper is to examine the important, but under-explored, relationship between careerism and organizational attitudes among workers in India. Design/methodology/approach In total, 250 middle-level executives, working in six manufacturing plants of motorbike companies located in Northern India, were surveyed. Findings As hypothesized, careerism was found to be negatively related to affective commitment, organization satisfaction and perceived organizational performance. Contrary to expectations, however, careerism was positively related to continuance and normative commitment. Research limitations/implications The study is based on a cross-sectional survey. Also, because the motorbike industry is male dominated, all the executives surveyed are men. Practical implications Despite concerns that employees with more transactional relationships with their employers are no longer loyal to their organizations, this study demonstrates that Indian employees with a higher careerism also have higher levels of normative and continuance organizational commitment. Originality/value Prior research has produced conflicting results as to whether employees with more careerist, transactional psychological contracts with their employers have more negative organizational attitudes. This study contributes to research on psychological contract theory and careerism in today’s turbulent career landscape while also answering calls to examine the generalizability of western theories of careers in non-western countries.

Sweden has one of the most sexually segregated labor markets in the world, which creates unbalanced working groups. In this paper we have analyzed women and men's experiences of a male dominated workplace in electricity industry. The purpose of the study was to analyze men and women's experiences of the male dominance in a workplace where women are in minority. The study also aimed to investigate the perceived organizational culture and whether the interviewees perceived that the workplace was equal. Previous research shows that male dominated workplaces create problematic working conditions for women in particular. Our study was based on semistructured interviews. Six people have been interviewed, of which as many women as men. The result of the study showed that the differences between men and women's experiences are relatively small. Both men and women was satisfied with their work situation, however it appears that women felt a greater need to prove themselves unlike men. Women and men agreed that the culture was perceived as hard and humorous, it differed depending on whether you worked in the office or out in the production.

Detta är studie över Försvarsmaktens arbete med mångfald och jämställdhet. Syftet är att ta reda på varför kvinnor påbörjar deras antagningsprocess, men sedan väljer att inte fullfölja den. Detta är en problematik som Försvarsmakten har och de arbetar med att försöka få in fler kvinnor i organisationen. Deras mål är att kunna ta bättre beslut ur ett mångfaldigt perspektiv och därmed nå hög effekt.   Data samlades in med hjälp av semistrukturerade intervjuer, både personliga och via telefon. Först utfördes en personlig intervju med vår kontaktperson på Försvarsmakten, därefter en telefonintervju med en person som arbetar med ett projekt för att få kontakt med kvinnor som påbörjat deras antagningsprocess. Efter det utfördes 14 telefonintervjuer med kvinnor som hade påbörjat ansökningsprocessen, men som valde att inte fullfölja den.   Resultatet visade att Försvarsmaktens arbete för mångfald och jämställdhet går att koppla till tidigare forskning och teorier om ämnena. Det framkom även att de kvinnor som vi intervjuat, valde att inte fullfölja antagningsprocessen på grund av att andra intressen tog över eller för att det blev fel i det första steget i antagningsprocessen.
This is a study of how the Swedish Armed Forces work with diversity and gender equality. The aim is to find out why women begin their admission process, but then chose not to pursue it. This is a problem that the Swedish Armed Forces have and they are trying to attract more women into the organization. Their goal is to be able to make better decisions from a diverse perspective and thereby achieve high effect.   The data was collected by using semi-structured interviews, both personal and by telephone. First performed was a personal interview with our contact at the Swedish Armed Forces, then a telephone interview with a person who is working on a project to make contact with women who have started their admission process. 14 telephone interviews were performed with women who had begun the application process, but then chose not to pursue it.   The results showed that the Swedish Armed Forces' efforts to promote diversity and gender equality can be linked to previous research and theories on the substances. It also showed that the women who we interviewed, chose not to complete the admission process due to other interests took over, or that something turned out wrong in the first step of the admission process.

Vår uppsats undersöker hur tio kvinnor upplever att studera och arbeta på en mansdominerad arbetsplats, Försvarsmakten, ur ett genusperspektiv. Studien besvarar följande frågeställningar: Hur beskriver och upplever kvinnliga kadetter normer och värderingar inom organisationskulturen, ur ett genusperspektiv? Hur bidrar organisationskulturen till kvinnornas identitetsskapande i relation till de genusdiskurser som förs fram i Försvarsmakten? Hur formulerar de kvinnliga kadetterna sin yrkesidentitet ur ett genusperspektiv? Syftet med studien är att synliggöra genusdiskurserna inom militära arbeten då de ofta saknas. Vi undersöker frågeställningarna med en kvalitativ metod med tio semistrukturerade intervjuer med kvinnor som studerar eller ska studera till officer i Försvarsmakten. Det empiriska materialet har tolkats genom tidigare forskning och teori inom genus, organisationskultur och identitet. I studien framkommer att kvinnorna vill vara del av något större, de vill uppmärksammas för sina prestationer och inte för sitt kön, vilket inte alltid stämmer överens med det externa och interna kulturella perspektivet. De känner en stor tillhörighet till Försvarsmakten och upplever att de rådande normerna kring genus och könsroller i organisationen kommer att förändras trots upplevelser som talar emot. Identitetsskapandet påverkas av sociala sammanhang i organisationen och det finns avgörande faktorer och sammanhang som påverkar deras upplevelser av sin yrkesidentiteten.
This study examines how ten women experience studying and working in a male-dominated organization, the Swedish Armed forces, from a gender perspective. This study answers the following questions: How do female cadets describe and experience norms and values in the organizational culture, from a gender perspective? How does the organizational culture contribute to women´s making of identity in relation to the gender discourse that are presented in the Swedish Armed Forces? How do the female cadets formulate their professional identity from a gender perspective? The purpose of the study is to make the gender discourses in military work visible. We answer the questions with a qualitative method with ten semi-structured interviews with women who are or will study to become an officer in the Armed Forces. The empirical material has been interpreted through earlier research and theory about gender, organizational culture and identity. The study shows that women want to be part of something bigger and want to be noticed for their achievements and not for their gender which not always agrees with the external and internal cultural perspective. They feel a great sense of belonging and feel that the existing norms regarding gender and gender roles in the organization will change despite experiences that speak against it. The making of identity is influenced by social context in the organization and there are cultural factors and context that affect their experiences of their professional identity.

”Snutfitta”, ”du är ändå inte stark”, ”lilla gumman” är bara några av de förekommande meningar som kvinnliga poliser möts av när de arbetar ute i samhället och möter allmänheten. Att vara kvinna i ett traditionellt sätt mansdominerat yrke kan vara svårt både när det gäller hur de blir behandlade och bemötta samt möjligheten att klättra inom organisationen. Syftet med föreliggande studie var att ta reda på hur kvinnliga poliser upplever att de blir bemötta av samhällets medborgare, men även på arbetsplatsen. Finns det en större press på kvinnor i ett mansdominerat yrke att prestera hårdare för att bevisa att de räcker till? I studien har Erving Goffmans teori om intrycksstyrning, Axel Honneths teori om de tre dimensionerna, Jean Lipman Blumens teori om homosocialitet och heterosocialitet samt Morrisons teori om glastaket tillämpats. Dessa teorier har tillämpats i syfte till att besvara studiens frågeställningar. Resultatet av denna studie presenteras av semistrukturerade intervjuer i en kvalitativ design, där tio kvinnliga poliser deltagit i intervjun och delat med sig av sina upplevelser. Analysen av resultatet visade med hjälp av teorier och vetenskapliga artiklar att det är ett hårdare klimat för kvinnor i ett mansdominerat yrke, dels vad gäller utvecklingsmöjligheter, dels hur kvinnor inom yrket bemöts av samhället. Slutsatsen av resultat och analys visade att även om jämställdheten inom polisyrket ökar, finns det fortfarande skillnader mellan könen vilket grundar sig långt bak i historien och är svårt att komma ifrån
"You are not strong enough" and "honey" are just some of the prevailing sentences that female police officers meet when they work in the community and meet the public. Being a woman in a male-dominated profession can be difficult when it comes to how they are treated and the opportunity to climb within the organization. The purpose of the present study was to find out how female police officers perceive that they are being treated by society's citizens, but also in the workplace. In the study, Erving Goffman's theory of impression management, Axel Honneth's theory of the three dimensions, Jean Lipman Blumen's theory of homosociality and heterosociality, and Morrison's theory of glass ceiling have been applied. These theories have been applied in order to answer the study's questions. The result of this study is presented by semi-structured interviews in a qualitative design, where ten female police officers participated in the interview and shared their experiences. The analysis of the results showed, with the aid of theories and scientific articles, that it is a harder climate for women in a male-dominated profession, both in terms of development opportunities and partly how women within the profession are treated by the society. The conclusion of the result and analysis showed that even though gender equality in the police profession is increasing, there are still differences between the sexes, which is based far behind in history and is difficult to get away from.

In an effort to make documented and fair decisions on work‐related opportunities and career progressions, job performance has emerged as a pivotal Human Resource tool due to its link to quasi‐every career‐related decision in the organization. Indeed, differences in performance evaluations can influence a number of career advancement variables. Performance measurement differences can impart both pay and promotions (Roth, Purvis & Bobko, 2012), lead to lower levels of job satisfaction (Colquitt, Conlon, Wesson, Porter & Ng, 2001; King et al. 2010) and lower levels of perceived organizational justice (Colquitt et al. 2001; Motowidlo, 2003), which in turn break efforts to create a fair and balanced workplace. If within an organization allocation of bonuses, wages, responsibilities and promotions are partially or entirely determined by job performance evaluations, then job performance is likely to mediate the relationship between gender and career advancement, particularly for women in male dominated organizations.The centrality of job performance calls for scrutiny; as job performance has a potential to constitute a powerful mechanism in terms of its potential to marginalize and/or exclude women. Despite legislative and organizational efforts to alleviate gender inequality and shatter the glass ceiling, women are still disadvantaged in the labor market.In fact, women who have managed to enter male‐dominated organizations and occupations are still under‐represented and face numerous hurdles. Empirical evidence is plentiful on gender discrimination even when women are successful at their job (e.g. Parks‐Stamm et al. 2008, Heilman & Okimoto, 2007) and have secured positions in upper management (Heilman et al. 2004). However, little evidence is available on women’s experience of discrimination within the performance appraisal context and how existing job performance prototypes are affecting the perception of their work, including bias by other women.This dissertation is interested in filling that research gap and contributing to the body of knowledge on women’s experience in male‐dominated organizations. The potential of job performance having a marginalizing effect on women, in the sense of limiting women’s career opportunities, is examined with regard to women’s work experience and how women themselves can perpetuate their marginal position in the workplace. The intent is to reveal the mechanisms upholding and reinforcing the glass ceiling and gender inequity in the workplace.Based on the literature review and identified knowledge gaps two lines of enquiry have emerged and will be investigated in this dissertation:-  How job performance functions as a mean of (re)producing gender inequality in male dominated organizations and occupations by its gendered character-  How women in male‐dominated organizations can be participants in maintaining inequality by relying on gender stereotype expectations to evaluate their job performance and that of other female colleagues.In order to grasp and address the complexity of the potentially gendered character of job performance the dissertation takes on a multidisciplinary approach.The dissertation is divided into two main parts. The first part comprising chapters 1 to 3 reviews the current literature on women’s experience in male‐dominated organizations. These chapters provide the theoretical framework for the research contributions, presented as essays in part two of the dissertation. Chapter 1 presents a literature review depicting the situation of women in the European labor market and the persistent horizontal and vertical segregation. The specificities of token women (less than 15% representation; Kanter, 1977a) in male dominated organizations and the impact of tokenism on women’s job performance are discussed.Chapter 2 details gender stereotypes and explicates their direct impact on the assessment of women’s work and job performance. This chapter argues the case for genders stereotypes as the leading social psychological mechanisms impeding the perception of women’s work as being equivalent to that of men. Perceived incongruity between gender stereotype attributes gives rise to expectations on women’s performance, generally, that they will perform poorly in male‐typed occupations (Heilman, 1983, 1995, 2001). This can therefore penalize women in their career paths and become significant barriers to their social and economic opportunities. In fact, stereotype beliefs about attitudes, characteristics and roles of women and men influence the evaluation process and constitute the backbone of the analysis of this dissertation.Chapter 3 explores the existing literature on women’s participation in biased evaluation of themselves and other women. Women’s roles as evaluators as well as their self‐ perception as performers is outlined in relation to the way they can maintain and reinforce gendered performance norms. Building on system justification theory, this chapter highlights the complexity of gender inequality in organizations and seeks to acknowledge internalized and often unconscious gender biases at work.Subsequent to the literature review of part one, part two (chapters 4 to 8) presents the research contributions of the dissertation, namely the mechanisms, which maintain and reinforce gender inequality in male dominated organizations. Chapters 4 to 5 outline the investigations into the research enquiries posited. Each chapter of part two constitutes an independent essay highlighting through various analytical lenses the complexity of marginalization through job performance. In line with a multidisciplinary approach, the essays presented in chapters 4 and 5 are of a theoretical nature whereas chapters 6, 7 and 8 comprise empirical studies.Chapter 4 sets out to investigate the potential gendered character of job performance and the legitimating effects of meritocracy as the ideological framework, which informs each stage of job performance; from setting the criteria to using performance evaluation information to distribute organizational goods. The major contribution of this chapter is to bring forth the way in which performance and merit intertwine to perpetuate mechanisms of inequality and invalidate contestation at each stage of job performance. Gender‐blind and merit‐based HR (Human Resources) processes such as performance are rarely put to question and revealed as inherently biased themselves. The findings call for a critique of meritocracy on a systemic level as well as the implementation of an outcome‐oriented approach to job performance evaluations and reward allocation.Chapter 5 applies and extends social identity theory to explain the underrepresentation and marginalized position of women in European academia. The chapter illustrates the extent to which the Leading Academic Performer (LAP) is based on male characteristics and therefore contributes to the marginalization of female academics. This chapter endeavors to further the theoretical underpinnings by proposing an applicable taxonomy of social identity theory performance (Klein, Spears & Reicher, 2007). The chapter illustrates how social identities can be strategically performed to enhance the perception of female academics as leading academic performers.Chapter 6 and chapter 7 are contributions based on an empirical study using a social psychological experiment methodology, involving 163 Master students (Business major) from a Belgian university. The objective of the study was two fold. Chapter 6 investigated the standards and criteria used to evaluate male versus female job performance. Chapter 7 looked at how female and male evaluators differed in their evaluations and how they perceived the value of their evaluative work when evaluating a woman versus a man.More specifically, in chapter 6 participants were asked to evaluate the job performance of a randomly assigned female or male IT manager and to decide on whether they should retain their position. Major findings of this study show that not only did evaluators (regardless of their gender) automatically assign female IT managers higher interpersonal skills, thereupon confirming the use of stereotype beliefs, but they also used double standards to decide the retention of the female employee. When it came to female employees, their retention decision was directly linked to their performance evaluation. This was not the case for male employees. Other standards outside of job performance were used to retain the male employee. In addition, results reveal that female evaluators systematically gave lower ratings than their male counterparts. The results in this study show that both men and women evaluators not only use similar norms to evaluate but are also harsher when evaluating female performance.Chapter 7 explores the evaluators’ perceived entitlement in regards to the task of evaluating the job performance of a man versus that of a woman. Contrary to previous research on the depressed entitlement effect (i.e. phenomenon where by women underpay themselves relative to men but are just as satisfied with their employment situation as men) in this study, all evaluators, men and women expressed an elevated sense of entitlement when appraising the performance of a female worker. Evaluators assessing a woman’s job performance felt that they deserved 19,64% more (monetary reward) compared to those evaluating a man’s job performance. Interestingly, evaluators who gave high interpersonal skill ratings exhibited a depressed entitlement effect. It would seem that focusing on female associated skills gives evaluators the perception that this work is less worthy. Both chapters 6 and 7 highlight the gendered character of evaluating performance and point to the difficulty evaluators might have in evaluating female job performance. Equally, the findings support the claim that women themselves participate in system‐maintaining mechanisms that stress communality injunctions on female workers.Chapter 8 presents a study, using qualitative methodology, conducted in a Belgian subsidiary of a multinational IT corporation. The study is based on semi‐structured interviews with 32 managers and employees across organizational departments. The aim is to highlight job performance expectations and to render visible criteria thought to be best predictive of good employee performance. To bring forth existing yet hidden gendered elements in the discourse on job performance, gender subtext was chosen as the analytical tool. Gender subtext analysis allows for an understanding of how seemingly gender‐blind language is in fact embedded with gendered meanings. Results of this fieldwork support the analysis in previous chapters: Job performance expectations perpetuates a prototype of the exemplary performer as masculine, thereby forcing the few token women to position themselves in masculine terms or risk increased marginalization from deviating the dominant management style. Finally, a section of the chapter is dedicated to analyze how women do work in their predominately male dominated organization and how this could lead to perpetuating masculine norms of performance.A general discussion concludes the dissertation and analyses the findings (i.e. the four mechanisms that have been identified, which reinforce the glass ceiling and maintain gender inequality through job performance). Overall, the investigations into the research enquiries have revealed the gendered and thus biased character of job performance. If within an organization, androcentric job performance criteria and evaluations are partially or entirely used to determine the allocation of bonuses, wages, responsibilities and promotions, then job performance constitutes a powerful gendered mechanism legitimating and maintaining gender inequalities. Each essay in part two has examined and brought to light the (re)production of gender inequality in male dominated organizations and occupations through job performance. By using a multidisciplinary approach, the theoretical analyses presented, is consolidated the laboratory experiments and fieldwork. Equally, the role of women in maintaining gendered performance norms by relying on gender stereotypes, albeit unconsciously, is uncovered. The participation of women themselves in maintaining and reproducing the status quo limits the possibilities for contestation and hinders attempts at transformation towards more gender equity. To conclude, the chapter proposes practical recommendations alleviate contributing mechanisms behind the glass ceiling.
Doctorat en Sciences économiques et de gestion
info:eu-repo/semantics/nonPublished

Purpose: The purpose of this qualitative phenomenological study was to examine, understand, and describe the challenges women face to advance to middle management (lieutenant and captain) in the California Highway Patrol (CHP). The study focused on the individual lived experiences of female California Highway Patrol captains and lieutenants as they rose through the ranks of the CHP.

Methodology: The phenomenological qualitative methodology was utilized to understand the lived experiences of 7 female lieutenants and 5 female captains. In-depth personal, semistructured interviews were conducted to answer the research questions and subquestions. The researcher analyzed data collected and utilized NVivo to reveal patterns and themes.

Findings: The findings were identified through 28 themes and 681 frequencies among the 6 elements of the lived experiences of female lieutenants and captains on their path to leadership. Eight key findings and one unexpected finding were identified based on the frequency of references by study participants.

Conclusions: The 8 key findings were summarized into conclusions that included having advanced degrees prior to pursuing a career, having field experience prior to advancement to leadership, taking family considerations into account before joining the CHP, having mentors throughout their career, being physically and mentally prepared when entering the academy, making a difference, and building relationships throughout their career. Additional conclusions included the politics of the promotion should apply to women and men equally, and sexual harassment should not occur nor be tolerated.

Recommendations: Future research should include examining the promotional process for both men and women in the CHP, replicating this study using another large law enforcement agency, studying recruitment of women in the CHP, exploring the experiences of women during the academy and their experiences during the break-in period, and researching the experiences of women concerning sexual harassment within the CHP.

The aim of this study was to examine how our way of doing gender affect female managers in the male-dominated IT organizations and how the female managers handle the consequences they entail. The study is based on a qualitative research approach where we gathered empirical data through semi-structured interviews. In this study, six respondents with varying experiences of management role within the IT organizations participated. The results are analyzed with the help of previous research and the theoretical framework which included Pierre Bourdieu's theory masculine domination and the West and Zimmerman's theory doing gender. In our study, we concluded that female managers in the male-dominated IT organizations feel the need to adapt to a greater degree than their male counterparts. As a result of the contradictions that exist in the female gender norms versus the role expectations placed on managers, who have a male character, women need to downplay their femininity, including  by adjusting their language.

Syftet med föreliggande studie var att undersöka hur kvinnliga chefer inom en mansdominerad bransch upplever sin ledarskapsroll. Genom en kvalitativ studie genomfördes sex intervjuer med kvinnor i en ledarskapsroll inom mansdominerade branscher. Dataanalysen genomfördes utifrån en induktiv tematisk analys och utifrån det transkriberade materialet framkom fyra huvudteman; ledarskapsrollen, hinder som kvinna och chef, branschkultur och stereotypa attityder. Resultatet visade att flertalet kvinnor upplevde att deras ledarskap är av mjuk karaktär vilket de menade var en väsentlig skillnad i jämförelse med deras manliga kollegors ledarskapsstil i samma position. Utifrån respondenternas upplevelser framkom även att kvinnorna upplevde hinder och utmaningar som inte män i samma position står inför i en mansdominerad bransch. Dessa hinder var bland annat en tuff jargong och kultur samt låga förväntningar och höga prestationskrav som grundar sig i stereotypa föreställningar.
The aim of the present study was to examine how female managers perceive their role as a leader in a male-dominated industry. To investigate this, a qualitative method was applied, using semistructured interviews with sex female leaders within a male-dominated branch. The data collection was analysed using inductive thematic analysis where four themes was identified: the leadership role, obstacles for female managers, branch culture and gender stereotyped attitudes. The result revealed that most of the women experienced that their leadership style was characterized by a soft nature, which they believed was a significant difference compared to their male colleagues’ leadership style in the same position. Based on the respondents experiences it was found that women experienced obstacles that not men in the same position face in a male-dominated industry. These obstacles were a tough jargon and culture as well as low expectations and high-performance requirements based on stereotypical conceptions.

The purpose of this study was to identify what business executives do to counteract unwanted cultures within male dominated trades. This study will investigate two questions that are based on how business management experience the culture within an organization and what they do to actively prevent unwanted norms, attitudes and values in a work place. Nine semistructured interviews were conducted utilizing a qualitative method. All interviewees were in a position of power within male dominated trades. Collected data was analysed with an inductive thematic analysis which resulted in four main themes. The first main theme was trade culture, within which jargon and generational shift are discussed. The second main theme was the challenges and advantages of leadership. This theme discusses company leaders' ability to correct behaviors and be a good role model. It is also about diversity and employer - employee relations. The third main theme was safety culture, which concerns the idea of clarifying and reinforcing certain behaviors and expectations. The fourth and last main theme was the work of change. This theme enlightens the support that leaders may offer, as well as the values that permeate a workplace.

Denna uppsats har som syfte att undersöka om det går att förändra en organisationskultur genom värdegrundsarbete, samt om det är en metod som kan användas för att utmana den mansdominerade kulturen inom räddningstjänsten. För att uppfylla detta syfte har vi utgått från frågeställningarna Hur tolkar brandmännen värdegrunden på Räddningstjänsten Karlstadsregionen? samt Kan värdegrundsarbete vara ett sätt att utmana den mansdominerade kulturen inom Räddningstjänsten?. Den tidigare forskning som gjorts kring värdegrunder är inriktad mot skolverksamhet i första hand vilket gör det intressant att undersöka möjligheten att använda detta som en metod även inom andra verksamheter. Uppsatsen inleds med en teoretisk bakgrund kring organisationskultur, värdegrund samt mansdominerad kultur. Studien är av kvalitativ karaktär och innebär att vi har utfört åtta semistrukturerade intervjuer med brandmän på Räddningstjänsten Karlstadsregionen. Att valet föll på denna organisation beror på att de nyligen har tagit fram en värdegrund som styrdokument och har sedan 2012 arbetat med att implementera den i organisationen. Med hjälp av vår teoretiska referensram har vi analyserat resultatet som framkommit av intervjuerna. Resultatet av vår studie visar att det finns en tvetydighet i tolkningen av värdegrunden som delvis kan bero på att ledningen brustit i sitt arbete att förmedla värdegrunden på ett framgångsrikt sätt, samt delvis för att det finns en ovilja bland brandmännen att ta den till sig. Vår undersökning har visat att värderingarna i organisationen behöver synliggöras för att värdegrundsarbete ska kunna användas som en del i arbetet för att förändra en organisationskultur. Inom en mansdominerad kultur som räddningstjänsten är det även viktigt att synliggöra och problematisera den jargong som finns för att kunna nå en förändring.

This chapter discusses Title IX, the Civil Rights Restoration Act, and gender equity on college sports. The Education Amendments passed by Congress in 1972 included a provision in its Title IX that “no person in the United States shall on the basis of sex be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance.” However, many colleges and universities, whose athletic policies were dominated by male coaches and administrators, dithered on making significant commitments to expand female participation in intercollegiate athletics. In 1987, Congress proposed an act “to restore the broad scope of coverage and to clarify the application of Title IX.” The law, named the Civil Rights Restoration Act, which applied to Title IX and three other civil-rights statutes, would require that any organization or entity that receives federal funds, or indirectly benefits from federal assistance, must abide by laws outlawing discriminatory practices based upon race, religion, color, national origin, age, disability, or gender.

Militarization is defined as a process that fundamentally changes society and all types of relations in it, the formal and institutional as well as the informal and the intimate. In a militarized society, women and men are often affected differently. At its most extreme, militarization results in the disappearance of civil, civilianized space, leaving the civilians with no choice but to live in symbiosis with the military and its war-making. Since the mid-1980s, there has been a steady flow of feminist literature specifically exploring questions on gender and militarization in various disciplines, including International Relations (IR), as well as men and masculinity. The debate between modernists and postmodernists in feminist research of the 1990s questioned the universalizing effects of using the term “woman.” Postmodernists argued that the field should be broadened by introducing the concept of gender and investigating how different structures intersect in creating socioeconomic power relations between women, as well as between women and men, on a global scale. Another strand of thinking implies that it is the gender order of male superiority and female inferiority that drives militarization and war. Some studies on gendered militarization have advanced the idea of a military organization that is democratic, but still has the option of using violent means to defend or to threaten. The question that remains is: in an era dominated by the “War on Terror” and its global ontology of security/insecurity, how we begin to fight militarization without becoming militarized ourselves.

This chapter considers both the strategies of detection that enable Jane Tennison to solve cases and the television production techniques employed in the series that establish Tennison as a credible and successful female protagonist in a previously male-dominated subgenre. Thus, it examines methods whereby the male dominance of the police procedural is decentered in Prime Suspect. The chapter shows that Tennison challenged organizational and interpersonal barriers to successfully perform her job. In doing her job, she demonstrated a relentless work ethic, attention to the details of the case, aggressiveness, trickery, and at times what might seem to be special “feminine” insights. It further argues that Tennison's sense of justice for victims motivated her investigations.

This chapter explores the history of women’s participation in the LGBT movement, from the homophile phase in the 1950s–1960s through gay liberation, lesbian feminism, anti-AIDS activism in the 1980s–1990s, to contemporary queer activism and the marriage equality movement. The chapter points to shifts in women’s participation, ranging from fighting for women’s issues within male-dominated organizations to creating separatist groups to collaborating with gay men in mixed-gender organizations. In addition, the chapter focuses on changes in collective identities adopted by women in the LGBT movement, sometimes emphasizing commonalities across the lines of sex and sexual identity and sometimes emphasizing difference. The analysis makes clear the ways that social movement spillover from the Old Left, civil rights, women’s, anti-war, New Left, and other movements had an impact on women’s organizing in the LGBT movement, and, in turn, how women’s participation in the movement spilled over to new forms of activism.

The book provides a critical and systematic analyses of the role of queens, eunuchs and concubines in medieval Islamic history. Spanning over six centuries. It explores gender and sexual politics and power from the time of the Prophet Muhammad through the Umayyad and Abbasid empires to the Mamluks in the 15^th century. Based on primary sources, documents, the study looks at the role of women, mothers, wives, concubines, and their close political relationship with eunuchs and atabegs to secure their interests. The book examine in details how, despite the male dominated society, women managed to come to power under the Abbasids and their impacts. The creation of the eunuch institution, and its transformation from a body associated with the –Harem- to eunuch rulers under the Abbasids. The book unravel the military-political power of eunuchs and their relations with women under the Abbasids and the appearance of the first sovereign eunuch ruler and army commander. Also the gradual rise of female power under the Fatimids, and the appearance of the first queen in Islamic history. The book also examines the power of the Turkmen women in politics and how and why they introduced the unique post of atabeg. Examines the role of the first Sunni queen in Islam, Dayfa of Aleppo and how she paved the way for another queen, Shajar al-Durr in Egypt in mid 13^th century. This book is the first comprehensive study of sexual politics in medieval Islam. It challenges the traditional Muslim institutions spread in vast area in the Muslim world, which think of women as children of a lesser God according to their patriarchal readings of Islamic laws, and exposes the misogynist doctrine of organizations such as IS, Qaida, Buko Haram.

Abstract In media, donor reports and research articles that address gender and water management, the focus is usually on water supply and sanitation at household level or local management in the agricultural sector. Transboundary water governance, water diplomacy and conflict prevention at an interstate level is seen as a man's world. Indeed, numbers show that women are under-represented in decision-making positions in transboundary river basin organizations. Often, this is not further reflected, as political processes and decisions are assumed to be neutral. What does the gendered nature of water diplomacy mean for reporting on water conflicts and water cooperation? Across the world women are increasingly taking up spaces which previously were dominated by men, also in water diplomacy. However, often women are not portrayed as leaders, experts and agents of change, but as victims or vulnerable groups. Gender-sensitive reporting can change this - by representing female decision makers in their professional roles, but also by pointing to their absence - e.g. pointing to all-male delegations or expert panels. Another aspect is to concentrate reporting not only on the (male) leaders, but to show the variety of actors who contribute to any negotiation or agreement - which automatically brings a more diverse picture of the relevant actors. Finally, it is crucial to question seemingly 'neutral', 'usual' and taken-for-granted practices and ask if there wouldn't be alternative ways to address water conflicts if other actors were to be given a voice.

With the increasing proportion of women in the workforce, need for effective management of gender-diversity is being felt. While much of the effort in gender-diversity management has been on representation of women in the decision-making bodies and processes, the most fundamental diversity issue for the organization remains practically untouched. Organizational culture has long been shaped and dominated by male orientations and therefore focus on change in the organizational culture can help in addressing the issue of discrimination and isolation of women in organizations. Any intervention strategy in this regard would require understanding of the attributes of organizational culture that give the feeling of discrimination to women employees resulting in their isolation from the mainstream, thereby hampering their performance. The present chapter aims at identifying the attributes of organizational culture in respect of which the perceptions of female employees differ significantly from those of male employees in State Bank of India.

This chapter outlines how men in leadership positions and male-dominated office cultures often shaped women's roles and work in campaign tech departments. Women often felt at a disadvantage when it came to taking credit for their work and found that their age, gender, and experience interacted to limit their opportunities. Women encountered differing expectations for their leadership compared with their male counterparts. The “bro cultures” on campaigns created environments that were challenging for women to navigate. Women felt excluded, both socially and professionally, from parts of campaign culture and organization in ways that limited their work roles. Women, especially leaders, were also expected to perform emotional labor on campaigns, regardless of their roles—even as they contended with “imposter syndrome” and the devaluing of their voices by men. In this context, women drew on strong mentoring and network relationships to navigate campaign dynamics and further their careers.

Starting with a brief history of feminism in China and women in the Communist Revolution to contextualize the emergence of socialist state feminists, the chapter introduces key findings of the book, highlights a politics of concealment and a politics of erasure, explains how “anti-feudalism” served as a coded phrase for socialist feminist agendas developed by the gender-based mass organization–ACWF from its paradoxical position of both being a part of the state power and a subordinated group in the power structure of the male-dominated CCP. The chapter emphasizes the cultural front as an important arena of feminist engagement with a patriarchal culture, and explains the two-part-structure of the book that examines the relationship between the ACWF and the CCP, and the relationship between a socialist feminist revolution of culture and the Cultural Revolution.

Scholars have increasingly focused on the role of gender in international relations and in particular the role of gender in conflict and peacebuilding. Chapter six explores the important role gender plays in the context of the Northern Ireland peace process. IR scholars have increasingly recognized that women experience insecurity differently from men and participate in conflict resolution and peacebuilding differently as well. This chapter links the latest research on gender and security with developments in Northern Ireland, contending that the peace process has privileged the masculine, marginalizing the role of women. The chapter’s findings highlight the historic small role women played as elected representatives in Northern Ireland. When women attempted to assert themselves as actors forming the Northern Ireland Women’s Coalition (NIWC) in 1996, their failure to become part of the formal political process meant that a decade later the organization dissolved, a victim of the continuing male dominated structures that shape post-Agreement Northern Ireland.

This chapter explores how Chinese cultural expressions of charity, based on interpersonal relationships (guanxi) and native place (tongxiang) ties, came to mix and interact with contrasting traditions of Christian charity practiced in a predominantly British milieu in colonial and federation Australia over the late 19th century and 20th centuries. We employ the term “philanthropic sociability” to capture the spirit of innovation that came to characterize a number of voluntary organizations in which Chinese Australian women were active organizers and innovators. By analyzing male-dominated writings and records of charitable fairs and public celebrations, the chapter argues that women undertook “invisible work” in voluntary organizations and built a variety of informal networks among them. Although their social impact was limited, women contextualized their participation in male-dominated activities in ways that cannot be explained in terms of patriarchal values. We find that the impact of women in Chinese- Australian voluntary organizations was not just about the feminizing of community formations but also about promoting philanthropic sociability in ways that traditional organizations could not match.

In today's dynamic organizations, as women climb up the corporate ladder, they don't seem to sustain and even might become extinct on the way upwards. In developing countries, especially in the Arab world, females have been regarded as the inferior of the species in a strictly male-dominated culture where they have been denied access to roles and positions open only to men, as male supremacy is the norm. This is a descriptive study based on mixed methods aiming to understand the role of women in the banking sector in the Kingdom of Bahrain. In-depth interviews were conducted with 5 female decision makers in the Bahraini banking sector to take their perspective on the topic with a total of 450 online questionnaires that were distributed to 26 banking institutions representing both conventional and Islamic retail banks with a response rate of 200 respondents with a valid response of 147 representing 33% response rate. Data were analyzed using both descriptive and inferential analyses; techniques such as tabulation, percentages, and charts have been employed.

One of the key drivers of the development of societies over the past century has been the shift in women's social and economic position. Women have since been increasingly moving into the labor market, into employment, and into work organizations. According to the 2017 ILO report, women's overall labor participation is estimated to be 49.4%, and this rate increases to 53% for the East European countries. Even though women's participation in the labor force and in the front-line managerial positions is increasing, we are still far from achieving gender equality. Apart from the participation of women, a number of other issues remain to be tackled such as the under-representation of women in decision-making positions, the gender pay gap, and male-dominated work cultures. This chapter explores the effects of values and gender role perceptions on attitudes towards women managers.